This report contains Tier 1 Statistics, as designated under the Statistics and Census (Jersey) Law 2018.
Tier 1 Statistics are those identified as essential for decision-making in Jersey, meeting the highest standards of quality, integrity, and continuity.
Main points
The key findings for June 2025 are:
- The median hourly rate was £22.88 for males and £21.70 for females, resulting in an overall gender pay gap of 5.4%.
- The 12‑month average median hourly rate was £22.34 for males and £21.08 for females, giving a 6.0% gender pay gap, 1.8 percentage points lower than in June 2024 (7.8%).
- Higher gender pay gaps were observed among age groups over 40, compared with the overall average.
- The information and communication sector recorded the highest gender pay gap, at 30.0%.
- The lowest gender pay gap was in the utilities and waste sector, at –3.4%, indicating higher average hourly earnings for females.
- In the financial and legal activities sector, males continue to earn more on average; however, the pay gap in this sector has been narrowing since January 2022.
- Non‑finance private sectors have shown relatively little change in the gender pay gap over the same period.
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Methodology updates
In February 2025 the Government of Jersey implemented the Contributions Function Integration (CFI). CFI moved Social Security contributions data from Employment, Social Security and Housing to Revenue Jersey’s Revenue Management System.
These changes impacted contributions data from July 2024 onwards. As such revisions to previously published results relating to January 2022 to June 2024 have been necessary to maintain a consistent series.
This change and the administrative data approach used in this report are described in detail in the methodology (see Gender Pay Gap Methodology for details). In summary this method allows for direct estimation of hourly rates for each job, each month. These rates are then used to determine earnings for both males and females, allowing for the calculation of Jersey’s overall gender pay gap and various breakdowns.
Overall gender pay gap
The gender pay gap measures the difference in earnings between males and females. The measures are expressed as a percentage difference between the estimated hourly rates of each group. A percentage change greater than zero indicates that, on average, males earn more than females, while a negative percentage signifies that females earn more than males.
While this report primarily focuses on the median gender pay gap, some measures of the mean gender pay gap are also presented. The median is used as the primary measure because mean values can be influenced by small numbers of high-earning individuals.
All earnings figures presented are in nominal terms (that is, not adjusted for inflation), reflecting the amounts received by individuals at the time.
In June 2025 the median hourly rate for males was £22.88 whilst for females it was £21.70, producing an overall gender pay gap of 5.4%.
The 12-month average median hourly rate in June 2025 was £22.34 for males and £21.08 for females, resulting in an overall median gender pay gap of 6.0%. This was 1.8 percentage points lower than the 12-month average for June 2024 (7.8%).
Hourly rates are calculated based on an individual’s contracted hours, meaning that bonuses or overtime work may increase the hourly rate for some individuals. This effect is particularly pronounced in March and December, which often record the highest gender pay gaps within a year.
Gender pay gap by age
Median hourly rates can also be analysed by the age of the employee, allowing a gender pay gap for each age group to be calculated.
The gender pay gap changes with age in a clear pattern.
- Early career (16 to 29): The gender pay gap is narrow compared to other age groups and is negative at ages 25 to 29 (-2.2%), suggesting that women in this age group earn slightly more than men on average.
- Mid-career (30 to 39): The gap begins to widen, reaching 2.8% by ages 35 to 39, indicating a shift where men start to earn more than women.
- Peak earnings years (40 to 59): The gap widens, peaking at 13.7% at ages 45 to 49. This suggests that gender disparities in pay are most pronounced during prime working years.
- Later career (60+): The gap declines but does not disappear, suggesting a disparity that continues even as people approach retirement.
Overall, the pattern suggests that while young men and women start on relatively equal pay, long-term career and life factors lead to a growing gender pay disparity over time.
Gender pay gap by sector
The sector of employment plays a key role in the gender pay gap, as industries vary significantly in their hourly rates for both males and females.
Throughout this report, public sector figures may differ from those in the Government of Jersey’s gender pay gap reports. This is due to two main factors. First, the public sector in this report includes a broader range of employees beyond the Government of Jersey, such as parish employees. Second, this analysis calculates hourly rates based on all employment income received by an individual, whereas the Government of Jersey’s analysis excludes certain types of income, such as overtime.
In June 2025 the sector with the highest gender pay gap was the information and communication sector (30.0%). Conversely the smallest gender pay gap was in the utilities and waste sector, with a difference of -3.4% between males and females on average.
Gender pay gap by nationality
Using self-reported nationality2 from administrative data, it is possible to calculate median earnings by the nationality of the employee. To ensure estimates are robust, results are presented for nationalities with more than 100 males and 100 females in June 2025. Those nationalities are Jersey or British, French, Irish, Polish, Portuguese or Madeiran, Romanian, Filipino, Kenyan, Zimbabwean and South African.
Please note that nationality characteristics are currently under development and are classified as experimental statistics. Therefore the statistics in this section are not Tier 1. See the latest population and migration statistics report for more detail.
The smallest median gender pay gap was for those of Kenyan nationality (2.1%). The largest gender pay gap was for those of Portuguese or Madeiran nationality (13.4%). Notably, those of Filipino nationality had a negative gender pay gap (-11.0%), indicating that median female earnings were higher than those of males in this group.
Certain nationalities see a balanced mix of sectors being worked in, but some see very different primary sectors of employment for males and females. This has an impact on the gender pay gap when analysing by nationality.
Financial and legal activities sector
The financial and legal activities sector is the highest paying sector on average and has one of the largest gender pay gaps in Jersey. The sector employed 24% of dependently employed employees in June 2025, the majority (54%) of which were female. Therefore, analysing the trend of this sector is particularly important.
This sector experiences a significant increase in male earnings each March, creating an outlier in the gender pay gap during this month. This trend is likely driven by bonus payments within the sector. While males consistently earn more than females in this sector, the pay gap has shown signs of narrowing since January 2022.
The gender pay gap in the finance and legal activities sector increases with age, with it starting near parity for those aged 20 to 29, then reaching 64.3% for those aged 55 to 59 in the sector. This is the highest gender pay gap for any sector and age combination.
Non-finance private sectors
The other sectors in the private sector do not see the same trends as the financial and legal activities sector. See our open data tables for more detailed sector breakdowns.
Non-finance private sectors see much more varied gender pay gaps than in the financial and legal activities sector. This is likely due to sectors such as, hotels, restaurants and bars, having high seasonal changes in the numbers of jobs in the sector.
The gender pay gap in non-finance private sectors increases with age, with it starting near parity for those aged 16 to 19, then reaching 21.7% for those aged 45 to 49.
Mean gender pay gap
While this report primarily focuses on the median gender pay gap, this section focuses on the mean gender pay gap. The median is used as the primary measure because mean values can be influenced by small numbers of high-earning individuals.
The 12-month average mean hourly rate was £32.90 for males, whilst for females it was £27.44, producing an overall mean gender pay gap of 19.9%. This was 0.7 percentage points lower than the 12-month average for June 2024 (20.6%).
Mean hourly rates see a relatively similar pattern to median hourly rates, just at a higher level. One difference is that the peaks in male mean hourly rates are much higher than for females, suggesting that bonuses have a larger effect on male pay.
Mean hourly rates can also be analysed by the age of the employee, allowing a mean gender pay gap for each age group to be calculated.
The overall pattern by age is fairly similar to that observed with the median values, with the early career (16 to 29) age groups showing low and even negative pay gaps, while the gender pay gap widens significantly at the peak earnings years (40 to 59). However unlike the median pay gap the mean pay gap rises further for those aged 60 and over.
Data sources and methods
Data tables and supplementary information associated with this release can be found on our open data site: Gender pay gap in Jersey – Datasets – Open Data.
Full details of the methodology used in this administrative data approach can be found in the Gender Pay Gap Methodology report.